As a leading voice for gender equality and workplace inclusion, I have conducted interviews for Forbes since 2018 with high-profile figures who share my commitment to these values. Among her notable interviewees is the Dalai Lama, Arianna Huffington, Deepak Chopra, Sarah Jessica Parker, Zoe Saldana, Justin Baldoni, Kate Hudson, Regina King, Jacinda Ardern, Susan David, Busy Phillips, Sofia Verga, Diane von Furstenberg, Jameela Jami and Helen Clark to name a few.
Lean In’ messaging may backfire, reducing women’s motivation to challenge gender inequality by focusing on individual resilience instead of addressing systemic barriers.
One of the reasons men don’t take action is that companies often treat gender equality initiatives as women’s issues.
Many people are unaware there is a gender gap in the feedback given to employees at work. Even if male and female employees perform at precisely the same level, research finds managers prioritize kindness more when giving feedback to women than to men, which reduces the usefulness of the feedback provided.
Despite ongoing efforts and activity towards gender equality, workplace gender equity remains elusive. New research clearly indicates backlash and resistance to workplace diversity, equity and inclusion (DEI) effortsparticularly from male managers. Here’s how to tackle resistance to DEI at work.
Today, Jacinda Arden announced her resignation as New Zealand’s Prime Minister, citing burnout as one of the key reasons. But Ardern is not alone. A survey of 5000 women finds burnout has increased in the last 12 months and it is the main reason many women want to quit.
There are three reasons why your company’s diversity, equity and inclusion efforts fail, these include employee fatigue, backlash, and denial of inequality. Here Lily Zheng shares what we can do to tackle these issues.
Male allies are critical to advancing gender equity in the workplace. Yet too few are taking action to advance inclusion. One of the reasons for this the difficulty allies face embracing DEI paradoxes. Here are three ways to embrace DEI contradictions.
New research shows the gender burnout gap has widened because most workplaces do not create cultures that support women in managing work-life integration. To build workplaces where women can thrive we need to create cultures that center their wellbeing.
Five years after #MeToo, the impact is clear: The majority of women feel safer at work but male managers are more reluctant to hire, work with, or mentor women, making it more difficult for women to get ahead. To advance gender equality we need to tackle this backlash.
Despite ongoing efforts and activity towards gender equality, workplace gender equity remains elusive. New research clearly indicates backlash and resistance to workplace diversity, equity and inclusion (DEI) effortsparticularly from male managers. Here’s how to tackle resistance to DEI at work.
More than three-quarters of white employees consider themselves allies to women of color at work, yet less than half of these white allies speak out against bias or support women of color with their advancement. Find out how you can move beyond allyship and become a co-conspirator at work.
Younger generations are holding less progressive views when it comes to women in leadership, indicating gender equality won’t be achieved with the passing of time, as recent research findings reveal.
Research has shown that workers are far less effective at building relationships when they primarily communicate with colleagues virtually rather than in person, which can result in reduced team coordination, efficiency, and productivity.
Companies also need to be proactive and provide information and training for both men and women to learn how to manage pressure effectively. Jensen believes that pressure is more beneficial than stress as it is a developmental experience that can help us grow and achieve our goals.
Rebekah Borucki is the Founder and President of Row House Publishing, an independent publisher that is on a mission to support diverse communities within the book publishing industry.
Why are women still taken less seriously than men when it comes to leadership?
Sara Alter, a Business Consultant for Mom Entrepreneurs and Founder of Moment Consulting, has worked with dozens of mom-owned businesses and knows how mothers can struggle to invest time and money in their ideas.
Madeleine Smithberg and Lizz Winstead, creators of The Daily Show, celebrate the show’s 25th year with an anniversary episode on the 19th of July.
Creating a workplace where employees feel psychological safe to be themselves is the starting point for valuing differences at work. Here is three ways to manage microaggressions at work.
Brands may now use messages that implore women to be ‘braver’, ‘bolder’ and ‘stronger’ rather than just focusing on physical appearance, but the critical sub-text implies that women still need to improve or do more to succeed because they are not good enough.